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HRMT20024 Human Resource Management For Health Care Sector

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HRMT20024 Human Resource Management For Health Care Sector

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HRMT20024 Human Resource Management For Health Care Sector

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Course Code: HRMT20024
University: Central Queensland University

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Country: Australia

you selected a sector to study (e.g. agriculture; construction;financial services; health care; hospitality; manufacturing; mining; retail;transport).
You will write an essay on the key challenges in attracting and retaining a workforce in your selected sector.

The health care sector plays a significant and major role in today’s competitive world to attract maximum number of applicants. Healthcare is rendered by health professionals and experts in allied health fields. The primary aim of this paper is to explain and analyze the significance of workforce. The key attracting and retaining issues that are being entertained by the company while performing functions at international level have been explained in the task. The paper discusses that how the company minimizes these issues and challenges by implementing innovative and effective strategies and policies within the organization. More detail of the paper is discussed as below.
After the various studies, it is noted by Pan Suk Kim (2008), every industry is entertaining ample of challenges or issues in attracting and retaining maximum number of workforce for enormous roles and responsibilities. HRM plays an empirical role to attract and retain the potential and effective candidates towards the organization. Recruitment and selection are done by human resource management in the organization. Workforce attraction and retention is an effective and successful factor of HRM in the organization. The success and growth of the firm is dependent on the potential and talented workforce. No firm can survive and expand its business without skilled and dynamic workforce (Afiouni, Ruël & Schuler, 2014).).
Attracting and retaining talented staff is one of the most important tasks for sustainable HRM. HRM is responsible to attract wide range of talented staff for accomplishing the long term mission and vision. HRM maintains communication and collaboration among the large workforce. There are several strategies that a health care sector can apply in order to attract passive and potential candidates, those who are working but do not necessarily plan to change their job or employment. HRM creates a recruiting and favorable culture within the organization to appoint workforce. On the other hand, it is quite complex to retain current employees while attaining objectives and goals effectively. Behind each and every business is a team of candidate ensuring that it continues to grow and survive. But in times of a quickly changing job market, attracting and retaining workers is a challenging and significant issue. Effective decisions are taken by HRM while hiring and retaining maximum number of candidates within the organization (Patel & Conklin, 2012). Ample of attracting and retaining issues are being faced by the company while hiring and motivating the workers at the workplace. Some of the significant issues or challenges have been detailed below.
Undoubtedly, the biggest and most significant challenging issues when in health care sector recruiting and appointing is the lack of talented and qualified people. In today’s era, the sector is facing various issues related to recruiting the candidates at the workplace. Along with this, there is always be a dilemma between experience and education in the health care sector. The company is unable to maintain a relationship between experience and education. Along with this, baby boomers are starting to leave the workforce and they are retiring by the masses. It is noted by Patel & Conklin (2012), there is no way to eliminate boomers from retiring health care sector thus, it may affect the long term progress of the firm adversely (Townsend & Wilkinson, 2010).
Along with this, it is stated that there is high and intense competition in health care industry that could affect the recruitment and selection process adversely. Due to delay in the decision making process of recruiting and selecting the applicants, it leads to the loss of potential applicants for the firm. Thus, it is becoming a biggest challenge for the leaders in health care sector to attract and retain the applicants for ample of job roles. Engaging qualified candidates for performing tasks and roles is another biggest issue in health care sector (Sharma & Bhatnagar, 2009).
Along with this, applicants with hard to find skills are generally considering various job offer letters at the same time period. Thus, the organization needs to put extra efforts into the persuading and effective passive applicants over the rivalries (Patel & Conklin, 2012). Applicant experience is not only significant for employer branding, but it is also an effective element when the excellent and potential applicants are measuring job offers. Ensuring a potential candidate experience is a major challenge for health care sector.The applicants provide a long list of expectations and demand that sometime the company is find hard to meet it because they have limited resources through which they are putting efforts to place the applicants. So if they come up with some additional and unexpected expectations and demands then it proves to be a major challenge for them (Yang & Lin, 2009).
 In today’s competitive world, the number of shortage and turnover rates is constantly highlighted and effective in health care sector. It is significant to understand analyze the issue behind that causes the skills and potential shortage in the workforce. In health care sector, the employees have face to face contacts with patient and to manage various general needs, and transaction of the customers (Smith, Wilde & Brasch, 2012). The two primary difficulties are potential, skills shortage and competition for high and effective staff. Competition for employee is a major challenge for health care sector because they are unable to provide flexible working culture and other support to the workers.
It is analyzed that high employee turnover rates increase expenses and put negative impact on the morale and reputation of the firm. Analyzing and investing in the training and development of lower level workers is another common issue that is being faced by the health care sector while attracting the candidates in the marketplace (Lehmann, Dieleman & Martineau, 2008). After the various studies, it has been found that health care sector is facing various issues related to compensation and reward. Thus, it may affect the recruitment and selection process of the organization adversely. The health care sector does not use innovative and unique strategies to compensate the workers at the workplace. Attracting qualified and talented workforce is required huge investment and time. It is difficult for health care sector to balance between hiring the appropriate people and keep a business running. Along with this, it is quite difficult to know and understand whether an applicant would actually be a good and fit until they work for a long period of time. Ethnic, multiple generations and cultural differences also could affect the recruitment process of health care sector in the competitive market. The risk of lawsuits for failing to protect and save the workers from harassment is real and effective (Sharma & Bhatnagar, 2009).
Globalization is another reason that may affect the recruitment and selection process of health care sector. It is noted that globalization affects each and every business in every part of the world. Along with this, health and safety standard is one of the biggest and leading human resource management challenge (Patel, 2018). One of the vital issues that faced by HRM while attracting the candidates is rewarding talented candidates. Retaining talented and well talented applicants is going to become a worse to identify and reward the real performers as the market competitiveness is rising and that needs more effective and dynamic efforts to set loyalty and faith among the workers (Smartrecruitonline, 2018).
Along with attracting issue, the health care sector also faces several retaining issues in the workplace. Employee retention issue is increasing day by day in health care sector. There are various health care companies that have realized this challenge. In order to enhance and improve the selection process in health care sector, there is a need of implementing and using the innovative strategies and policies within the organization (Kramers, 2018). Some of the elements that generate challenges in retaining workers in health care sector are elaborated below.
As per Iles, Chuai and Preece (2010), lack of advanced and innovative opportunities is one of the major challenges in health care sector that build a major issue to retain the workforce at the workplace. Besides this, there is a need of development and enhancement programs and sessions such as technology, training, development, compensation, rewards and education reimbursement. Lack of these sessions and programs generates major issues in retaining the workforce in health care sector (Chow, Huang & Liu, 2008). On the other hand, overload of work also leads ample of retention issues in the organizations. Due to heavy workload, workers in the health care sector decide to leave their employment and switch towards other industry. In today’s era, workers are facing ample of issues due to large and heavy workload. Apart from this, some of the workers have propensity to get bored in a short period of time. This means, the employees may find a job really very interesting and attractive in the initial time but later they find it monotonous and seek for change. Thus, the management finds quite complex to convey such kind of workers in such cases. Unexpected and unrealistic expectations and demands from the employment also lead to workers looking for a change (Jensen, Patel & Messersmith, 2013).
It is evaluated by Karatepe (2013), poor salary packages is one major causes of retaining issues in health care sector. In today’s competitive world, competitors are offering good salary packages for the candidates thus, it creates ample of challenges for leaders and top management to retain workers in the organization. Ineffective and poor organizational culture also put direct impact on the retention strategies of the firm (Kramar & Syed, 2012). The effective and dynamic working environment and culture is essential to retain maximum number of candidates within the organization. Inadequate and poor training and development technology also creates confusion, frustration and stress among the workers and they decide to leave current job. It is reported that dynamic training and development sessions and programs are necessary for enhancement and growth of the workers. In health care sector, the workers face the concern of in-house skills and development training. Furthermore, health care sector also does not conduct enough cross cultural training and development sessions for the workforce thus, it creates ample of retention issues and challenges in the workplace (Karatepe, 2013).
After the various studies, it is further reported that communication is a wide ranging topic but ultimately it may affect the effectiveness of the workforce. It is analyzed that secrecy generates turnover. The workers cannot stay aligned if they are unable to understand why effective and dynamic decisions are being made. Strong communication is essential to uplift profitability and outcomes of health care sector. Failure to do this generates rumors, confusion, frustration, and lack of trust. Poor and ineffective performance management system also increases retention issues or problems at the workplace. It is seen that employee turnover cost is high thus it creates various challenges at the workplace. It further affects the sustainability and effectiveness of the firm and employees as well. The organizations have failed to offer leadership development training to their workers thus it creates ample of conflicts in the workplace.
It has been found that top management and leaders do not provide motivation and support to the workforce thus, it creates various motivation and retention issues within the organization. The top management further fails to maintain good communication and cooperation with employees. As a result, employees get frustrated and they decide to switch the current job. Management of change is one of the fundamental reasons behind the retention issue. It is stated that employees do not want to accept new and innovative technology and processes and they decide to quit their job or employment. Lack of employee engagement and commitment also are also increased retention issues within the organization. It is further evaluated that health care companies need to implement innovative and attractive strategies to overcome on the key attracting and retaining issues at the workplace (Dul & Neumann, 2009).
The health care organizations need to focus on the reward and compensation system to retain the workforce in the firm. Dynamic and attractive reward system in the firm would be helpful in encouraging and motivating the workers for achieving desired objectives and goals. Along with this, personal growth and development is one of significant strategies that can be used by health care companies to retain and make happy the employees in the organization. If the company is adopting new technology then proper training and development coaching shall be provided to the workers for understanding and analyzing the consequences and benefits of new technology. Apart from this, proper feedback and appreciation are further helpful for the workers to improve and enhance their productivity and effectiveness. Aside this, proper work life balance must be provided to the wide range of employees for retaining them in the organization. Moreover, effective recruitment and selection process and policy shall be implemented to reduce the high attrition rate at the workplace (Lepak & Shaw, 2008).
Top management further should maintain reciprocal relationship with employees for reducing work load of them and to motivate the workers to perform tasks and duties smoothly. HRM should make innovative strategies to fulfill the needs, requirements and desires of the employees. It will motivate them to increase and boost the productivity and outcomes of the firm. Advertisement and promotions shall be done to attract potential and talented candidates in the workplace (Dul & Neumann, 2009). It is analyzed that employees shall be rewarded for their outstanding performance and productivity within the organization. Talent management system shall be initiated by top management to evaluate and analyze the skills and knowledge of employees at the workplace. Employees shall be motivated and promoted by top management and mangers to conduct business activities and operations successfully and effectively. Feedback further shall be collected by top management to judge the performance of talented staff. A sustainable HRM shall be developed by the company to run the business activities and functions carefully. All these strategies will help the health care organizations to attract and retain the workforce at the workplace (Kramer & Schmalenberg, 2008).
It is concluded from the above mentioned analysis that attracting and retaining of workforce is one of the fundamental functions of HRM. It also helps in gaining competitive benefits in the international market. The success and growth of the health care companies is dependent on the talented and potential employees. Along with this, it is also significant for the managers or leaders in health care companies to monitor on the development and growth of the workers at professional as well as personal level. The above analysis shows that how the organization faces various attraction and retention issues while carrying out the business operations in a large extent. The above study explains the various issues and challenges that are being faced by health care sector while recruiting the candidates at the workplace. At the end, some strategies have been shown to handle and overcome these key attraction and retention issues within the organization. By analyzing and handling performance of the workers efficiently and effectively is helpful in detecting and eliminating the high attrition rate in the firm. 
Afiouni, F., Ruël, H., & Schuler, R. (2014). HRM in the Middle East: Toward a greater understanding. The International Journal of Human Resource Management, 25(2), 133-143.
Chow, I. H., Huang, J. C., & Liu, S. (2008). Strategic HRM in China: Configurations and competitive advantage. Human Resource Management, 47(4), 687-706.
Dul, J., & Neumann, W. P. (2009). Ergonomics contributions to company strategies. Applied ergonomics, 40(4), 745-752.
Iles, P., Chuai, X. and Preece, D., (2010). Talent management and HRM in multinational companies in Beijing: Definitions, differences and drivers. Journal of World Business, 45(2), pp.179-189.
Jensen, J. M., Patel, P. C., & Messersmith, J. G. (2013). High-performance work systems and job control: Consequences for anxiety, role overload, and turnover intentions. Journal of Management, 39(6), 1699-1724.
Karatepe, O. M. (2013). The effects of work overload and work-family conflict on job embeddedness and job performance: The mediation of emotional exhaustion. International Journal of Contemporary Hospitality Management, 25(4), 614-634.
Kramar, R. & Syed, J. (2012). Human Resource Management in a Global Context: A Critical Approach. Basingstoke: Palgrave Macmillan. pp. 1-8
Kramer, M., & Schmalenberg, C. (2008).Confirmation of a healthy work environment. Critical Care Nurse, 28(2), 56-63.
Kramers, E. (2018). The five biggest talent management challenges in 2018. Retrieved from https://www.randstad.com/workforce-insights/workforce360/archives/the-five-biggest-talent-management-challenges-in-2018_253/
Lehmann, U., Dieleman, M., & Martineau, T. (2008). Staffing remote rural areas in middle-and low-income countries: a literature review of attraction and retention. BMC health services research, 8(1), 19.
Lepak, D. P., & Shaw, J. D. (2008). Strategic HRM in North America: Looking to the future. The International Journal of Human Resource Management, 19(8), 1486-1499.
Pan Suk Kim. (2008). How to attract and retain the best in government. International Review of Administrative Sciences, 74(4), 637-652.
Patel, P., & Conklin, B. (2012). Perceived Labor Productivity in Small Firms—The Effects of High–Performance Work Systems and Group Culture through Employee Retention. Entrepreneurship Theory and Practice, 36(2), 205-235.
Patel, P., & Conklin, B. (2012). Perceived Labor Productivity in Small Firms—The Effects of High–Performance Work Systems and Group Culture through Employee Retention. Entrepreneurship Theory and Practice, 36(2), 205-235.
Patel.S.,(2018). How to overcome the biggest challenges in hiring top talent[Online], Retrieved from https://www.inc.com/sujan-patel/the-biggest-challenges-in-finding-top-talent-and-how-to-overcome-them.html 
Sharma, R., & Bhatnagar, J. (2009). Talent management – competency development: Key to global leadership. Industrial and Commercial Training, 41(3), 118-132.
Smartrecruitonline.,(2018). The eight biggest challenges facing recruiters [Online], Retrieved from https://www.smartrecruitonline.com/the-eight-biggest-challenges-facing-recruiters/ 
Smith, J., Wilde, M., & Brasch, J. (2012). Internet Recruitment and Retention for a 6 Months’ Longitudinal Study. Journal of Nursing Scholarship, 44(2), 165-70.
Townsend, K., & Wilkinson, A. (2010). Managing under pressure: HRM in hospitals. Human Resource Management Journal, 20(4), 332-338.
Yang, C. C., & Lin, C. Y. Y. (2009). Does intellectual capital mediate the relationship between HRM and organizational performance? Perspective of a healthcare industry in Taiwan. The International Journal of Human Resource Management, 20(9), 1965-1984.

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